Local government reorganisation (LGR) is the process of replacing two-tier county and district structures with new single-tier unitary councils under the English Devolution programme.
While the policy intent is to simplify decision-making and improve accountability, the reality for councils is more complex. Structural change may happen on a fixed date, but workforce transitions, systems alignment and cultural integration can take years.
Oyster’s latest whitepaper brings together government timelines, workforce data and first-hand insight from public sector experts to help leaders prepare for what comes next.
Key insights from the whitepaper
The report spotlights the operational and workforce realities councils are already facing.
Vesting day is not the finish line for councils
Although new councils legally come into being on a set date, most of the work happens afterwards. Systems integration, contract alignment and cultural change often extend several years beyond vesting day.
2. Workforce pressures are already significant
In October 2023, around 16% of finance posts were vacant, equating to more than 1,700 unfilled roles nationally. Reorganisation adds further complexity to recruitment, retention and succession planning.
3. Councils are taking different approaches
Some authorities are holding non-critical vacancies to protect existing staff and prioritise redeployment. Others are building capacity early to avoid being under-resourced as transformation work accelerates. Both strategies carry trade-offs.
4. Real-world insight from fast-track areas
The whitepaper includes perspectives from councils in Kent and Norfolk, highlighting practical responses to uncertainty, from data readiness and vacancy management to staff training and engagement.
5. Clear implications for individuals
LGR is prompting many professionals to reassess their options, including whether to stay put, move early, explore interim roles, or invest in upskilling ahead of structural change.
Why this matters now
Navigating Local Government Reorganisation requires realism about timelines, patience with uncertainty, and a clear focus on supporting people through change.
The whitepaper highlights the decisions councils are making now and the trade-offs leaders and candidates are weighing as structures evolve.
For council leaders, this means balancing operational delivery with clear communication and long-term workforce planning decisions that will shape services well beyond vesting day.
For candidates, it raises practical questions around job security, career progression and timing particularly across finance, transformation, IT and corporate services roles.
Download the full whitepaper
For deeper analysis, detailed council examples and clear priorities for leaders and candidates, download the full report.
If you’d like to discuss workforce planning, interim support or recruitment challenges during reorganisation, the Oyster team is happy to share insight in confidence.